First impressions are important. This is especially true for employees arriving for the first time in their new job. For this reason, many companies are starting to make sure that these first days are pleasant for the newcomer to the team.
To achieve this, companies have started to create their own onboarding programmes. This is the name given to the process designed to welcome a new employee.
On the contrary, onboarding aims to accelerate their integration, to get them to know the team, to understand the company culture and to make them feel comfortable from the very first minute.
It has been proven that the welcome a person receives can define their short-term future within a company. According to TalentWise, 69% of employees will stay with the company for at least 3 years if the onboarding process is well defined.
Recruitment processes are long, costly and every signing is a gamble and an investment. To get the most out of him and to make sure he stays with you for many years, you need to take care of him from the very beginning.
It is important to think and reflect on a person's first few months in a company. According to Michael Watking, author of the book The First 90 Days, “when someone takes a new job they are most vulnerable, so it is the perfect time to reach out and make an impact”.
On the first day, people sometimes err on the side of being too formal or serious. The company's rules, schedules, strategy, objectives, structure are explained... This doesn't help to break the ice at all.
According to Watking, the focus should be on the company culture and its values. Furthermore, he adds, “you shouldn't wait until the first day to tell them all this; during interviews, it's important to convey your company's vision to see if they are the right person.”.
Welcoming a new colleague should be a responsibility shared by the whole team. Ask a veteran to mentor the new arrival, another to act as their guide… Assign roles and get your employees to interact more with each other.
The older ones will have the opportunity to demonstrate their knowledge and leadership skills; and the newcomer will be able to “bore” their colleagues with questions without feeling too embarrassed.
It is important that your new signing knows perfectly, from the very first moment, what is expected of them. Dedicate time to explaining why they have been hired, what their responsibilities are, and how their success within the team will be measured.
This way, you'll be clearing up a large number of unknowns and making the rules of the game clear.
Watking opines that the onboarding process lasts 90 days, as it is not until after this time that the person will be fully integrated and adapted to their new role.
However, she also acknowledges that there is no exact measure for everyone. In her book, she explains that there are cases where some employees have not begun to shine and give their best until after six months.
Considering all this, when designing your own strategy, remember that it must have these four ingredients:
Otherwise, anything goes. There is no set onboarding process; each company must design its own that best conveys its personality to new employees. Even the craziest ideas have a place here.
Remember:
And never, ever...
With all this information, you'll be prepared to give your next new signing the welcome they deserve. This reception will positively influence their integration and journey within the company.
